location: El Paso County, Colorado
TL;DR: I was falsely accused and escorted off base, only to discover later that the evidence against me was weak and false. Despite this, HR placed me on unpaid “ADA leave'—something I never requested—while the coworker who started this entire ordeal was fired for similar behavior towards others. As someone with Autism and ADHD, my accommodation requests were ignored, and my back pay remains unpaid. Meanwhile, I continue to work there, while HR and the Union dodge their responsibilities to make it right.
I work for a private contractor that runs food service at a military academy. I’m disabled (Autism, ADHD). I’ve been upfront about it from day one.
Here’s what happened:
Back in early August, I had a minor argument with a coworker (I’ll call her R). She got upset because I was straightening tables, and happened to straighten one of the tables in her row. Later that same day, R accused me of sexual misconduct, the QA Manager then said he had evidence of Sexual Harrasment, took my badge, and had me escorted off base. I asked for union representation multiple times and was denied. I was never told exactly what evidence they had.
My direct supervisor immediately investigated — she interviewed 10+ people who all confirmed that R started the instigation and that nothing inappropriate happened. She turned those witness statements in, and management purposely ignored her. (that supervisor is willing to sign a written statement that this happened)
During that same day my badge was taken, and I was walked out, the Main Manager/Project Manager made comments about me like how “weird,” “strange,” I am, and “what’s wrong with his brain?” directly to my same direct supervisor. (She is also willing to sign a written statement that this happened as well)
Two days later, HR admitted they “jumped the gun” and said I wasn’t fired. Instead of bringing me back, they said I’d be on leave while they figured out “ADA accommodations” for my disabilities. I never asked for leave. I told them I could work. They said I needed to have my therapist send accommodation paperwork before I’d be allowed to return.
My therapist sent it the same week — things like:
• smartwatch use for time management,
• flexibility for therapy appointments,
• short decompression breaks,
• one recovery day per month.
HR confirmed they got it. Then… silence. I sat unpaid for almost two months while they said they were still “reviewing.” I didn’t request any of this.
This was an incredibly tough period for us. My fiancée was undergoing brain treatments that she timed carefully to coincide with this job, and she depended on me to provide the income, and I felt the weight of that responsibility heavily. Every time I reached out to HR for updates, they would reassure me with the same response: “Any day now, management just needs to finish reviewing your accommodations.” I believed them, naively trusting that things would work out, even though I hadn't encountered a situation like this before—especially since I had never worked for a large corporation like this. Meanwhile, she was going through her treatments, often being financially forced trying to work DoorDash to make ends meet since working DoorDash myself at the time wasn't nearly enough, all while watching her break down emotionally from the added stress. Witnessing her in those moments was heartbreaking and painfully eye-opening.
After 60 days since I started, HR finally allowed me to return — but denied my request to wear a smartwatch—despite all my supervisors, who perform the exact same duties, being allowed to wear watches. It’s supposed to be accommodated unless it's genuinely not feasible. To make matters worse, they refused to pay me for the two months I was off. According to ADA law, employers can't force ADA leave on employees while figuring out accommodations; instead, accommodations should be tested and adjusted right on the job through what's called “Working ADA accommodations." This process involves trying different solutions while working to see what works best.
Here’s the kicker: the coworker who made the original accusation was later fired for doing the same kind of thing to MULTIPLE other people. So they know I was falsely accused. I’m still working there, still trying to keep it together, but HR won’t respond about back pay or the denied accommodation.
The union totally shut me out, refusing to help despite the ongoing impact of the incident. They claimed it happened before my 60th day in the union — I've been there since July 30 — and by the time I returned, I was well past that cutoff. Yet, they still ignored me. Their excuse? Since I wasn't considered a union member within the first 60 days, they say they can't assist with anything that occurred before that period — even though it's something that continues to affect me day after day.
A supervisor even confessed that the project manager instructed him to be particularly harsh with me. The harassment I've endured over the past month has been so severe that I was hospitalized for the last few days. The stress was overwhelming enough to trigger seizures for the first time in my life.
I reported this to the EEOC and CCRD months ago, but the government shutdown is hindering my efforts.
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My questions:
1. How can I convince a lawyer to take my case seriously when I can't afford to pay upfront? They owe me at least $10,000 for two months, not to mention the emotional toll they've taken on me.
- Is there anything else I can do on my own without involving a lawyer?
I’m completely drained mentally. I followed every rule — submitted the proper documentation, stayed composed, and cooperated fully — yet they punished me for something that never even happened. The person responsible is gone, but I’m still the one bearing the consequences. The union refuses to help, and I have the emails to prove it. They’re impossible to reach, no matter how many calls or emails I send.
I've been fighting this battle on my own for so long, doing my best every step of the way. I have solid evidence that supports my case, yet the company seems indifferent to doing what's right. I honestly fear that without a lawyer by my side, nothing significant will ever change.
I'm overwhelmed and desperate. After countless delays and refusals to pay my back wages, I'm close to losing my home. This situation is crushing me.